چکیده:
In this article, emphasizing the importance of 'optimal culture management' as the highest stage of organizational maturity, we have studied the characteristics and how to achieve cultural management in a mature organization. First and foremost, while rejecting the practical value of five concepts of corporate culture—methodological compatibility, common interests, cultural loyalty, and the relativity of culture—we have also emphasized the necessity of preserving Islamic values in organizational culture management. Then, to move from the stage of administrative culture to the stage of cultural management, a four-stage model has been studied. Furthermore, we have addressed the concept of culture and its characteristics under ten headings and studied the types of organizational culture in the form of four general categories: value-Islamic, mission-based, task-based, and traditional. In conclusion, while stating how to deal with cultural and social transformations in the organization, we have proposed a ten-step process as a 'practical model in cultural management'.
خلاصه ماشینی:
1-Introduction Organizational maturity (1) in this article refers to its positive and optimized concept, meaning changes in the context of organizational improvement, and it refers to a systemic way of change that seeks to bring about the maximum possible efficiency and effectiveness for the organization by emphasizing fundamental human values based on value beliefs (2) or the integration of organizational and individual goals.
Figure 1: The four stages of culture management in organizational maturity (designed by the author) (1)-sensitivity training (2)-survey feedback (3)-process consultation (4)-team building (5)-inter group development The first stage is the recognition of administrative culture, which refers to the current status of existing and common cultures within the organization; in this regard, common general cultures must be identified and evaluated, and information should be obtained from the views of consenting individuals.
In this article, five concepts of organizational culture, which are currently considered the latest scientific findings of management in this field and have been accepted by theorists as at least practical principles, do not have an entirely absolute aspect due to value discrepancies or practical nature from an Islamic perspective; therefore, it should be noted that they should not be accepted absolutely as mental preconceptions in this matter.
Although this theory also has a proven practical concept at first glance, it must be noted that from an Islamic perspective, the unity of opinions based on the majority vote cannot, in all cases, have a strategic aspect for the organization; in other words, a culture influenced by common interests is acceptable only when those interests are also in line with Islamic beliefs and values.
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